It’s a striking disconnect, especially in an era where we have the tools, platforms, and awareness to do better. The issue often lies not in the lack of resources, but in the gap between intention and implementation.

Culture is what turns policies into lived experience. And when culture falls behind, the impact is real. Women still carry the weight of dual roles—at work and at home—and when that isn’t recognized, it limits growth and opportunity.

While mentorship and representation are important, they are not enough without a consistent and meaningful support infrastructure for women.

The cost of inaction: When policy doesn’t meet reality

Less than half of employers offer extended paid maternity leave (42%) or shared parental leave (43%). And only 15% offer childcare-related benefits—a critical gap for working parents managing school runs, rising costs, and unpredictable schedules.

When systems don’t adapt, individuals are left to absorb the pressure. And often, that burden falls disproportionately on women, leading to stalled careers, burnout, or missed opportunities for advancement.

Only 37% of companies offer re-entry programs for employees returning from caregiving leave. Without these, women are more vulnerable to being sidelined or underestimated, precisely at the moment when they need support to rebuild their confidence and reintegrate.

One of the most telling insights from the survey is the perception gap: 47% of men believe their company supports women through its culture, but only 28% of women agree. This points to a real disconnect between how support is perceived and how it’s actually experienced.

Work-life balance: Still a gendered challenge

Work-life balance is a clear indicator of how well an organization supports its people. The survey data reveals a familiar trend:

Only 30% of women say they are “very satisfied” with their work-life balance, compared to 34% of men. Meanwhile, 9% of women report being dissatisfied, compared to only 6% of men.

This is not just about working hours—it’s about the mental load. The invisible effort of managing work, home, and care responsibilities continues to fall heavily on women. Without structural support, that load becomes unsustainable.

What needs to change

If we’re serious about inclusion and equity, flexibility and family support can’t be viewed as optional extras. They are essential components of any organization that wants to attract, retain, and develop high-performing, committed teams.

Providing meaningful support is not only the responsible thing to do—it’s a smart business decision. Organizations that invest in flexible, supportive cultures benefit from stronger engagement, higher retention, and better performance. Trust-based workplaces don’t just help people thrive—they help businesses succeed.

Here’s what that support can look like:

• Flexible work by design: Move beyond informal arrangements. Build clear, equitable policies that empower people to manage their time with autonomy, balance, and trust.
• Comprehensive family benefits: Extend parental leave for all parents. Offer childcare support—whether financial assistance or access to services—and create pathways for caregivers to return smoothly.
• Fair evaluation and advancement: Review performance and promotion practices to identify and remove bias. Create transparent criteria and equal opportunities for growth.
• Re-entry and career rebuilding programs: Provide structured support for those returning after caregiving leave, recognizing the value and potential they bring, not questioning it.
• Listening and acting: Women are looking for more than statements. They want visibility, trust, flexibility, and benefits that reflect their real needs.

Supporting working mothers and all caregivers isn’t just about making space. It’s about making progress. When women thrive, teams thrive. Cultures grow stronger. Businesses perform better.

Let’s recognize not only the contributions of working mothers, but also the responsibility we all share to support them. With thoughtful policies, fair practices, and cultures built on trust and care, we can build a workplace where everyone has the chance to grow and succeed.

Nirit Peled-Muntz, CPO of HiBob, is an experienced human resources executive with a proven record of HR success, with international experience in multi-national, hypergrowth, and culture-dynamic environments. Nirit believes that people and culture are the critical keys to the growth and success of organizations. She focuses on building and enabling inclusive and nurturing spaces where people and organizations can maximize their potential. Today, Nirit and her team are significant partners across the organization, having a major impact on everything from the design of the HiBob HR platform - Bob - to piloting and creating best practices for Bob users and contributing the values and insights that influence marketing, sales, and the customer experience.